My Disablity Made Me Do It

August 10, 2018, 1-Hour

James J. McDonald, Jr. is managing partner of the Irvine office of Fisher & Phillips LLP, where he has advised and defended California employers in labor and employment law matters for more than 25 years. Jim is the author of the book, California Employment Law: An Employer's Guide, published annually by SHRM. He teaches labor and employment law in the Human Resources Management Program at the University of California, Irvine. He is a certified as a Senior Professional in Human Resources (SPHR) and he holds the SHRM-SCP certification as well. He was named Best Lawyers' "Lawyer of the Year" in Employment Law for Orange County in 2016 and 2017. He received his law degree cum laude from Georgetown University.

Credits HRCI - HR (General):1.0, SHRM - PDC:1.0

Tag(s) Webinar

Description

With greater frequency, employers are faced with employees blaming their

misconduct on a disability and wanting it to be forgiven as a reason

able

accommodation. Poor attendance, emotional outbursts, insubordinatio

n, even

stealing and threats of harm are the subject of court rulings holdi

ng that

employers must accommodate and not discipline guilty employees. Th

presentation will show you where to draw the line. When must you

accommodate misconduct and when may you hold an employee accountable?

Who qualifies as disabled, and where are the limits of reasonable

accommodation?

Key Takeaways:

With greater frequency, employers are faced with employees blaming their misconduct on a disability and wanting it to be forgiven as a reasonable accommodation. Poor attendance, emotional outbursts, insubordination, even stealing and threats of harmare the subject of court rulings holding that employers must accommodate and not discipline guilty employees. This presentation will show you where to draw the line. When must you accommodate misconduct and when may you hold an employee accountable? Who qualifies as disabled, and where are the limits of reasonable accommodation?

Key Takeaways:

1. Know what misconduct you can safely discipline.

2. Know what misconduct you must accommodate.

3. Know how to draft policies to make it easier to discipline misconduct.

misconduct on a disability and wanting it to be forgiven as a reason

able

accommodation. Poor attendance, emotional outbursts, insubordinatio

n, even

stealing and threats of harm are the subject of court rulings holdi

ng that

employers must accommodate and not discipline guilty employees. Th

presentation will show you where to draw the line. When must you

accommodate misconduct and when may you hold an employee accountable?

Who qualifies as disabled, and where are the limits of reasonable

accommodation?

Key Takeaways:

1. Know what misconduct you can safely discipline.

1. Know what misconduct you can safely discipline.With greater frequency, employers are faced with employees blaming their

misconduct on a disability and wanting it to be forgiven as a reason

able

accommodation. Poor attendance, emotional outbursts, insubordinatio

n, even

stealing and threats of harm are the subject of court rulings holdi

ng that

employers must accommodate and not discipline guilty employees. Th

presentation will show you where to draw the line. When must you

accommodate misconduct and when may you hold an employee accountable?

Who qualifies as disabled, and where are the limits of reasonable

accommodation?

Key Takeaways:

1. Know what misconduct you can safely discipline.

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